Belgium has so far been spared from coronavirus (COVID-19) outbreaks. Now that many people have returned from holidays (February 22 – March 1), however, this might change.
Over the past few days, the Netherlands has been hit by a number of coronavirus (COVID-19) outbreaks. COVID-19 has a direct impact on the workplace. How should employers and employees deal with COVID-19?
Beginning March 1, 2020, employers in countries other than the Netherlands in the European Economic Area (EEA) and Switzerland that want their employees to work temporarily in the Netherlands will be required provide advance notice.
Dutch employers are starting to abandon the use of fingerprints for time clocks and sales registers in light of the General Data Protection Regulation (GDPR).
At the end of 2019, courts in the UK decided that ethical veganism is a protected philosophical belief under discrimination legislation. This decision begs the question: what do you actually need in order for a belief to be protected by UK equality laws?
In 2019, the scope of “protected beliefs” hit headlines as a tribunal found that ”ethical veganism” — a form of veganism that involves avoiding all forms of animal exploitation and harm in all aspects of life — was protected by the UK’s Equality Act 2010.
The Dutch Balanced Labour Market Act (Wet arbeidsmarkt in balans (Wab)) brought about drastic changes to the rules regarding on-call workers as of January 1, 2020.
The UK Department of Health and Social Care (DHSC) and Public Health England (PHE), have published guidance about the Wuhan novel coronavirus to the public in the UK and to UK travellers.
On December 13, 2019, the Dutch Supreme Court provided clarity on the issue of giving references for former employees. This article discusses points to consider when requesting and providing references, given the developing case law.
